Connecticut Paid Sick Leave Poster

NOTICE
Connecticut General Statutes §§ 31-57r - 31-57w - Paid Sick Leave
Each employer with 25 or more employees, based on the number of employees on its payroll for the week containing January 1st
annually, shall provide paid sick leave annually to each of its employees in the state. The paid sick leave shall accrue beginning
January 1, 2025, for current employees, or for employees hired after January 1, 2025, beginning on the employee’s date of
employment.
Accrual
The accrual is at a rate of 1 hour of paid sick leave for each 30 hours
worked by an employee up to a maximum of 40 hours per year (the
employer shall choose any 365-day period used to calculate
employee benefits in order to administer paid sick leave).

No employee shall be entitled to use more than the
maximum number of accrued hours.

Carry Over
Each employee shall be entitled to carry over up to 40 unused
accrued hours of paid sick leave from the current year period to the
following year period.

Use of Paid Sick Leave
An employee shall be entitled to the use of accrued paid sick
leave 120 calendar days after their date of hire.
Employees may use accrued paid sick leave in one-hour increments.

Recordkeeping
Employers must track and keep records of hours worked and paid sick
leave accrued and used for every employee.

An employee may use paid sick leave if the employee or the
employee’s family member is a victim of family violence or sexual
assault:

for medical care or psychological or other counseling for
physical or psychological injury or disability;

to obtain services from a victim services organization;

to relocate due to such family violence or sexual assault;

to participate in any civil or criminal proceedings related to or
resulting from such family violence or sexual assault.
“Family member” means a spouse, sibling, child, grandparent,
grandchild, or parent of an employee, or an individual who is related
to the employee by blood or by an affinity whose close association the
employee shows to be equivalent to those family relationships.

Documentation
No employer shall require an employee to provide any documentation
that paid sick leave is being taken for a reason covered by the paid sick
leave law.

Prohibition of Retaliation or Discrimination

Each employer shall pay each employee for paid sick leave at a pay
rate equal to the greater of either:

the normal hourly wage for that employee; or

the minimum fair wage rate under section 31-58 of the
general statutes in effect for the pay period during which the
employee used paid sick leave.

No employer shall take retaliatory personnel action or discriminate
against an employee because the employee:

requests or uses paid sick leave either in accordance with the
act; or

in accordance with the employer's own paid sick leave policy,
as the case may be; or

files a complaint with the Labor Commissioner alleging the
employer's violation of the act.

Reasons for Use of Leave

Collective Bargaining

An employee may use paid sick leave for his or her own:

illness, injury or health condition;

the medical diagnosis, care or treatment of his or her mental
illness or physical illness, injury or health condition;

preventative medical care; or

mental health wellness day.

Nothing in the act shall diminish any rights provided to any employee
under a collective bargaining agreement, preempt or override the terms
of any collective bargaining agreement effective prior to January 1,
2012, or July 1, 2012, pursuant to chapter 319pp.

Pay

An employee may use paid sick leave for a family member's:

illness, injury or health condition;

the medical diagnosis, care or treatment of a mental or
physical illness, injury or health condition; or

preventative medical care.
An employee may use paid sick leave when either:

the employer’s place of business; or

a family member’s school or place of care
closes by order of a public official due to a public health
emergency.
An employee may use paid sick leave when a health authority, the
employer of the employee or the employee’s family member, or a
health care provider determines that the employee or the
employee’s family member poses a risk to the health of others
because of exposure to a communicable disease.

Complaint Process
Any employee aggrieved by a violation of the provisions of the law may
file a complaint with the Labor Commissioner. Upon receipt of any such
complaint, said Commissioner may hold a hearing. After a hearing, the
Commissioner may assess a civil penalty or award other relief.
Employees may file a complaint on the Department of Labor website:
https://portal.ct.gov/dol/divisions/wage-and-workplacestandards/wage-complaint?language=en_US

This is not the complete Paid Sick Leave law. Please contact
your Human Resources office for additional information.
Effective 1/1/25